Welcome to our Q&A section! We know members have questions about the contract, steward opportunities, recognition programs, and even shoe allowances. Here are answers to some of the most common questions we’ve received.
Q: Are we putting anything in the new contract for floor mats in kitchens and other Unit 15 areas?
A: No. There’s no need because this is already covered in the current MOU under Safety Equipment. If you have an issue with floor mats, work with your local steward or contact the Member Resource Center to resolve it.
Q: How do I become a steward?
A: You can start the process by applying online through the Steward Program. Here’s the link:
https://www.seiu1000.org/stewardprograms/
Q: Does the state offer any recognition programs for employees, like Employee of the Month?
A: Some departments do. If your department doesn’t, raise the issue with management. Employees deserve recognition for the hard work and dedication they provide to fellow Californians.
Q: We need more shoe money!
A: We hear you, and we agree. Foot health is critical for Unit 15 employees who spend long hours on their feet serving Californians. We will push for more shoe allowance in the next contract fight. In the meantime, here are some tips for foot health:
- Wear shoes with proper arch support and cushioning.
- Replace worn-out shoes regularly to avoid strain.
- Use moisture-wicking socks to prevent blisters and infections.
- Stretch your feet and calves daily to reduce fatigue.
- Consider insoles for added comfort and support.
Q: What is the new definition of a double shift for overtime?
A: Your bargaining team secured a clear definition of a double shift. A double shift is now defined as 13 hours or more of continuous work. A scheduled lunch break does not interrupt that continuity.
The contract still limits Unit 15 employees to no more than 16 hours in a 24 hour period, and no food service employee can be required to work more than two double shifts in their scheduled work week.
With the new definition, management cannot mandate more than two shifts of 13 hours or more (up to 16 hours) in a work week.
Q: What is IWSP and why did the language change in 2016?
A: During the 2016 contract campaign, Correctional Supervising Cooks were removed from Pay Differential 67. This pay differential required documentation of inmate supervision. The Institutional Worker Supervision Pay was instead rolled into the base salary of CSCs. This change eliminated the need to complete extra documentation for work they were already doing.
Q: What are Soft Fridays and how do they affect mandatory overtime?
A: For overtime purposes, the department must avoid assigning mandatory overtime on an employee’s regular day off or on any day with approved leave unless all other options have been exhausted.
This means that once your regular shift ends and your regular day off begins, management cannot mandate you to work another shift. If you have approved leave such as Vacation, PLP, or Personal Development Days, management also cannot mandate another shift.
Swap Fridays do not count as hard Fridays or soft Fridays. Management can mandate overtime on swap Fridays.
Your questions help guide our work and keep us focused on what matters most to Unit 15 members. Keep sending your questions and ideas—we’re listening, and we’re fighting for you every step of the way.